Welcome to the world of employee onboarding—the exciting journey where new hires transition into their roles and companies lay the foundation for a productive and engaged workforce. Onboarding isn’t just a checklist; it’s a strategic process that sets the stage for a new employee’s success and satisfaction. To make this journey smoother and more impactful, let’s dive into the art of crafting effective employee onboarding surveys. We’ll explore real-life insights from Springworks’ recent surveys, uncover what works, and see how you can apply these findings to transform your employee onboarding experience.
The 15-Day Check-In: First Impressions Matter
The first 15 days are a whirlwind for new employees. They’re grappling with new tasks, learning the ropes, and trying to fit into a new culture. This early survey is like a first date—it’s your chance to understand how the initial experience is shaping up. Here are some statements that delve into how employees are feeling in their initial days.
Initial Impressions
1. “The onboarding prepared me well for my role.”
What the Question Reveals: Assesses whether the initial training and information provided during onboarding have adequately equipped new hires for their roles.
Springworks Insight: 45% of respondents agreed, indicating that the onboarding process is somewhat effective. However, 55% felt it was lacking, suggesting significant room for improvement.
What to do in case of negative results: Review and enhance onboarding materials and training sessions to ensure they comprehensively prepare new hires for their specific roles. Consider incorporating role-specific training and practical exercises to improve preparedness.
What a Positive Result Can Indicate: Positive feedback here shows that the onboarding process is effectively preparing new hires for their roles. However, continuous improvement is essential—ensure training materials are regularly updated and seek new ways to enhance the onboarding experience to maintain high standards.
2. “My team members are inclusive and supportive.”
What the Question Reveals: Measures the inclusiveness and supportiveness of the team, which is crucial for smooth integration.
Springworks Insight: 91% of respondents agreed, reflecting a strong sense of team support, while 9% indicated potential issues with team dynamics.
What to do in case of negative results: Encourage ongoing team-building activities and provide guidance on fostering inclusivity. Address any identified issues promptly to maintain a supportive team environment.
What a Positive Result Can Indicate: High scores indicate a welcoming and inclusive team environment. Even with positive results, continuous efforts should be made to foster team cohesion and inclusivity to adapt to any changes in team dynamics.
3. “Can you describe an aspect of the onboarding that you found particularly engaging or memorable?”
What the Question Reveals: Provides qualitative insights into the most effective and memorable parts of the onboarding process.
Springworks Insight: New employees highly valued personal connections and inclusion during onboarding. They appreciated interactions with colleagues and managers, structured training sessions, and early involvement in team activities.
What to do in case of negative results: Emphasize and expand on these engaging aspects by incorporating more interactive sessions and opportunities for personal connection. Tailor onboarding experiences to include collaborative projects and mentorship programs.
What a Positive Result Can Indicate: Positive feedback here highlights successful elements of the onboarding process that should be maintained and possibly expanded. Continuous innovation and adaptation of these practices can keep the onboarding process engaging and relevant.
Onboarding Process
4. “The onboarding process aligned with my initial expectations communicated before joining.”
What the Question Reveals: Gauges whether the actual onboarding process met the expectations set during the recruitment phase.
Springworks Insight: 91% agreed, suggesting good alignment, though 9% noticed discrepancies.
What to do in case of negative results: Ensure that expectations communicated during the hiring process are clear and accurately reflect the actual onboarding experience. Regularly update recruitment materials to match current onboarding practices.
What a Positive Result Can Indicate: Positive results indicate that the onboarding process aligns well with what was promised during recruitment, leading to a smoother transition for new hires. However, continuous alignment is necessary as processes evolve.
5. “Which part of the onboarding process did you find most beneficial?”
What the Question Reveals: Identifies which aspects of the onboarding process were most useful to new hires.
Springworks Insight: Training sessions and team introductions were frequently mentioned as the most beneficial parts.
What to do in case of negative results: Continue to prioritize these key areas and consider enhancing other aspects, such as providing comprehensive onboarding materials and access to essential resources.
What a Positive Result Can Indicate: Positive feedback suggests that key elements of the onboarding process are effective and well-received. Even with positive results, it’s important to regularly evaluate and update these aspects to ensure they remain beneficial as the organization evolves.
6. “What specific improvements would you suggest for the onboarding process to better prepare new hires for their roles?”
What the Question Reveals: Provides actionable feedback on improving the onboarding process.
Springworks Insight: Suggestions included implementing a more structured onboarding process with detailed training, comprehensive documentation, and accessible mentors. Respondents also recommended cross-functional introductions, regular manager check-ins, and thoughtful welcome gestures.
What to do in case of negative results: Incorporate these suggestions by developing structured onboarding plans, establishing mentorship programs, and facilitating introductions across departments. Regularly schedule manager check-ins to monitor progress and address concerns.
What a Positive Result Can Indicate: Positive feedback indicates that the current process is effective but should not lead to complacency. Continuous improvement and adaptation are essential to maintain a high standard of onboarding.
Manager & Team Support
7. “My manager’s feedback and support have been effective in helping me settle into my role.”
What the Question Reveals: Measures the effectiveness of managerial support in the early stages of employment.
Springworks Insight: 91% agreed, indicating strong managerial support, though 9% saw room for improvement.
What to do in case of negative results: Encourage managers to provide regular, constructive feedback and be readily available to support new hires. Offer training for managers on effective onboarding practices and employee support.
What a Positive Result Can Indicate: Strong positive feedback suggests that managers are effectively supporting new hires. Nonetheless, continuous feedback and support should be encouraged to maintain and improve these positive dynamics.
8. “I feel comfortable approaching my manager with questions or concerns.”
What the Question Reveals: Assesses the comfort level new hires have in communicating with their manager.
Springworks Insight: 91% of respondents felt comfortable, indicating good managerial openness.
What to do in case of negative results: Maintain and improve open communication by fostering a culture of approachability and support. Managers should proactively check in with new hires to address any uncertainties.
What a Positive Result Can Indicate: Positive results indicate a healthy communication dynamic between managers and new hires. Continuous reinforcement of this openness is necessary to ensure that this comfort level is sustained.
9. “I feel at ease asking my teammates for help.”
What the Question Reveals: Evaluates how comfortable new hires feel seeking assistance from their teammates.
Springworks Insight: 100% of respondents felt at ease, showing a highly supportive team environment.
What to do in case of negative results: Continue promoting a culture of collaboration and support. Encourage team members to be proactive in offering assistance and sharing knowledge.
What a Positive Result Can Indicate: A supportive team culture is a strong indicator of successful onboarding. Regular reinforcement and recognition of this culture can help sustain these positive results.
10. “Can you share an instance where your team members significantly helped you during your onboarding?”
What the Question Reveals: Offers insights into how teams support new hires and highlights specific positive behaviors.
Springworks Insight: Respondents shared numerous examples of teammates going above and beyond to assist them, providing guidance, technical support, and assistance with product understanding. These instances underscore the importance of team collaboration in successful onboarding experiences.
What to do in case of negative results: Recognize and reward these positive behaviors to reinforce a culture of support and collaboration. Share these success stories company-wide to inspire similar support across all teams.
What a Positive Result Can Indicate: Positive feedback indicates a strong collaborative team environment. Continuous reinforcement through recognition and rewards can maintain and enhance this culture.
The 30-Day Reflection: Settling In
By day 30, new hires are starting to find their footing. This survey helps you understand how well they’re settling into their roles and integrating with the team.
Role Clarity
11. “I am clear about my job responsibilities and performance expectations.”
What the Question Reveals: Checks if new hires have a clear understanding of their role and expectations after the first month.
Springworks Insight: 62% agreed, while 38% still felt unclear about certain responsibilities.
What to do in case of negative results: Managers should revisit and clarify job responsibilities and expectations. Provide detailed job descriptions and set clear performance metrics to ensure alignment.
What a Positive Result Can Indicate: Positive results indicate that new hires understand their roles and expectations. However, ongoing clarification and communication are essential to ensure that responsibilities remain clear as roles evolve.
12. “My current job responsibilities align with what was communicated to me during the hiring process.”
What the Question Reveals: Assesses whether job responsibilities match what was promised during recruitment.
Springworks Insight: 86% felt aligned, but 14% noticed some discrepancies.
What to do in case of negative results: Ensure that job descriptions and expectations communicated during hiring are accurate and consistently reflected in actual roles. Address any discrepancies promptly to prevent confusion and dissatisfaction.
What a Positive Result Can Indicate: Positive alignment indicates that recruitment communications are accurate and effective. Regular checks and updates to recruitment materials can help maintain this alignment.
13. “Can you describe any challenges you’ve faced in your role so far and how you addressed them?”
What the Question Reveals: Provides insights into difficulties new hires encounter and their problem-solving approaches.
Springworks Insight: Common challenges included adapting to new tasks, insufficient process documentation, and remote work dynamics. Employees overcome these hurdles through strong team support, ongoing training, and proactive manager assistance. Some expressed intentions to enhance specific skills like data analysis.
What to do in case of negative results: Address recurring challenges by providing comprehensive training, improving documentation, and facilitating support networks. Encourage sharing of best practices and offer resources for skill development.
What a Positive Result Can Indicate: Positive feedback suggests that role clarity is high, but continuous support and training are necessary to maintain this understanding as roles evolve.
Training, Tools, and Resources
14. “I am satisfied with the quality and relevance of the training I have received.”
What the Question Reveals: Evaluates the effectiveness and applicability of training provided during onboarding.
Springworks Insight: 76% were satisfied with the training, but 24% suggested it could be more
tailored to their roles.
What to do in case of negative results: Review and customize training programs to meet the specific needs of different roles. Incorporate feedback mechanisms to continuously improve training content and delivery methods.
What a Positive Result Can Indicate: Positive results indicate successful cultural integration, but continuous efforts are needed to maintain and deepen this connection as the company evolves.
15. “Which resources have been the most helpful for you in performing your job effectively?”
What the Question Reveals: Identifies which resources are most valuable for new hires in their early days.
Springworks Insight: Team support, manager guidance, and training materials were highlighted as the most helpful resources.
What to do in case of negative results: Continue providing strong team support and high-quality training materials. Explore additional resources such as online learning platforms or mentorship programs to further assist new hires.
What a Positive Result Can Indicate: Positive feedback suggests that new hires are aligned with the company’s mission and values. However, ongoing communication and reinforcement are necessary to ensure this alignment is sustained.
16. “Are there any additional resources or tools that you think would help you perform your job better?”
What the Question Reveals: Offers suggestions for new tools or resources that could enhance job performance.
Springworks Insight: Employees suggested the need for better documentation, more comprehensive training, and access to efficiency-enhancing apps. Developing tools to highlight changes in details was also recommended to reduce workload and save time.
What to do in case of negative results: Evaluate the feasibility of providing the requested tools and training. Invest in improving documentation and explore technology solutions that streamline workflows and enhance productivity.
What a Positive Result Can Indicate: Positive feedback indicates successful cultural integration, but continuous efforts are needed to maintain and deepen this connection as the company grows and changes.
Team Integration
17. “I feel integrated within my team after my first month.”
What the Question Reveals: Measures how well new hires feel integrated into their teams after one month.
Springworks Insight: 66% felt integrated, while 34% still felt somewhat disconnected.
What to do in case of negative results: Enhance team integration efforts by organizing team-building activities, encouraging collaboration on projects, and facilitating informal interactions. Assigning a buddy or mentor can also aid in smoother integration.
What a Positive Result Can Indicate: Positive results suggest that new hires are smoothly integrating into their teams, feeling included and comfortable. This can indicate a welcoming team environment and effective onboarding practices. It also suggests that team-building activities and initial collaborations are successful in fostering a sense of belonging. Maintaining these efforts will help ensure continued positive integration for future new hires.
18. “The communication within my team is open and supportive.”
What the Question Reveals: Evaluates the quality of communication within the team.
Springworks Insight: 100% agreed that communication is open and supportive, indicating a positive communication culture.
What to do in case of negative results: Maintain this open and supportive communication by encouraging transparency and regular team meetings. Address any future communication gaps proactively.
What a Positive Result Can Indicate: Positive results indicate that the team has established a strong foundation of open and supportive communication. This suggests a healthy team dynamic where members feel safe to share ideas, feedback, and concerns. It also reflects a culture of transparency and trust, which are crucial for collaboration and problem-solving. To sustain this, continue promoting regular and meaningful communication practices.
19. “Can you share an example of a positive interaction you had with a team member?”
What the Question Reveals: Highlights positive team interactions that contribute to a supportive work environment.
Springworks Insight: Numerous examples indicated strong team bonds and a willingness to help. Employees valued the supportive and collaborative environment where team members are patient, helpful, and proactive in assisting with tasks and challenges.
What to do in case of negative results: Recognize and celebrate these positive interactions to reinforce a supportive team culture. Encourage team members to continue fostering such collaborative and helpful behaviors.
What a Positive Result Can Indicate: Positive examples highlight a work environment where team members actively support and uplift one another. This indicates a collaborative and cohesive team culture where individuals feel valued and connected. It also suggests that the team is fostering relationships that go beyond just work tasks, contributing to overall job satisfaction and morale. Recognizing and celebrating these interactions can further reinforce and build upon this positive culture.
The 60-Day Milestone: Deeper Insights
By 60 days, new hires should be well-integrated into their roles. This survey delves into their experiences and helps identify any persistent issues.
Progress and Feedback
20. “I receive constructive feedback from my manager frequently.”
What the Question Reveals: Evaluates the frequency and quality of feedback provided by managers.
Springworks Insight: 56% received constructive feedback regularly, while 44% felt it was infrequent.
What to do in case of negative results: Encourage managers to provide consistent and actionable feedback. Implement regular check-in meetings and establish clear feedback mechanisms to support ongoing development.
What a Positive Result Can Indicate: Positive responses suggest that managers are effectively supporting their team members’ growth through regular, constructive feedback. This indicates a culture of continuous improvement, where employees are guided and motivated to enhance their performance. It also reflects strong managerial practices that emphasize clear communication and employee development.
21. “What has been your biggest accomplishment in the last 60 days?”
What the Question Reveals: Highlights key achievements and areas of focus for new hires.
Springworks Insight: Meeting performance goals was the most frequently cited accomplishment, with 78% of respondents indicating success in this area. This underscores a strong focus on achieving set targets.
What to do in case of negative results: Recognize and celebrate these achievements to motivate continued excellence. Provide opportunities for further skill development and involvement in impactful projects.
What a Positive Result Can Indicate: Positive responses highlight that new hires are quickly achieving significant milestones, suggesting that they are well-aligned with their roles and responsibilities. This reflects effective onboarding, clear goal setting, and a conducive environment that enables employees to perform at their best. Recognizing these achievements can further boost morale and motivation.
22. “What achievements do you aim to accomplish in the next 30 days?”
What the Question Reveals: Identifies future goals and aspirations of new hires.
Springworks Insight: Respondents aimed to focus on learning and growth, including mastering new processes, acquiring detailed knowledge, and improving specific skills. Others prioritized completing daily tasks and achieving targets while exploring new aspects of their work.
What to do in case of negative results: Support these goals by providing necessary resources, learning opportunities, and mentorship. Set clear and attainable objectives and offer guidance to help employees achieve their aspirations.
What a Positive Result Can Indicate: Positive responses indicate that new hires are proactive in setting future goals, showing ambition and a forward-thinking mindset. This reflects a strong sense of ownership and commitment to their roles, suggesting that employees are motivated to continue learning and contributing to the company’s success. Supporting these goals will further enhance their engagement and productivity.
Challenges
23. “The obstacles I’ve faced have significantly impacted my ability to perform my role effectively.”
What the Question Reveals: Measures the impact of obstacles on performance.
Springworks Insight: 11% felt obstacles had a significant impact, 33% felt moderately impacted, while 56% managed effectively despite challenges.
What to do in case of negative results: Identify and address common obstacles by providing additional support and resources. Foster an environment where employees feel comfortable discussing challenges and seeking assistance.
What a Positive Result Can Indicate: If employees indicate that obstacles have not significantly impacted their performance, it suggests that they are resilient and resourceful in overcoming challenges. This reflects a supportive environment where employees feel equipped to handle difficulties and where obstacles are promptly addressed, allowing for smooth workflow and sustained productivity.
24. “What do you feel is the biggest challenge in your role?”
What the Question Reveals: Identifies major challenges faced by new hires.
Springworks Insight: The biggest challenges included meeting performance expectations 22% and accessing necessary resources 11%. A majority 67%)cited “Other” challenges, indicating diverse and role-specific issues.
What to do in case of negative results: Provide clearer role definitions and ensure necessary resources are easily accessible. Engage with employees to understand and address specific challenges they face.
What a Positive Result Can Indicate: Positive responses, where challenges are manageable or minimal, indicate that new hires are well-equipped and supported in their roles. This suggests that the company has effective training and resource allocation, ensuring employees can meet expectations without undue stress. It also reflects a clear understanding of role requirements and accessible resources.
25. “Can you identify any specific obstacles you’ve encountered and suggest improvements/what did you do to overcome it?”
What the Question Reveals: Provides insight into specific obstacles and strategies for overcoming them.
Springworks Insight: Common obstacles included navigating new systems and unclear procedures.
What to do in case of negative results: Improve system navigation by offering comprehensive training and user-friendly guides. Clarify procedures through detailed documentation and readily available support.
What a Positive Result Can Indicate: When employees can identify obstacles and effectively overcome them, it indicates a proactive and problem-solving culture. It suggests that employees feel empowered to take initiative and are supported in finding solutions. This reflects a flexible and responsive work environment where challenges are seen as opportunities for growth and improvement.
Engagement
26. “I feel engaged with my work and the company.”
What the Question Reveals: Measures overall engagement and connection to the company.
Springworks Insight: 78% felt engaged, while 22% felt less connected.
What to do in case of negative results: Increase engagement by involving employees in meaningful projects and company initiatives. Provide opportunities for professional development and recognize contributions regularly.
What a Positive Result Can Indicate: High engagement levels suggest that employees are deeply connected to their work and the company, indicating a positive work environment that fosters motivation, satisfaction, and loyalty. It reflects that the company is successfully meeting employees’ needs and expectations, leading to higher productivity and retention rates.
27. “Do you feel motivated to come to work/sit at your work desk in the morning? Please explain why or why not.”
What the Question Reveals: Gauges daily motivation and factors influencing it.
Springworks Insight: Motivations included engaging tasks, flexible start times, client interaction, team support, learning opportunities, appreciation, and incentives.
What to do in case of negative results: Sustain motivation by assigning stimulating and challenging tasks, offering flexible working arrangements, and acknowledging employee efforts. Continuously seek feedback to understand and address factors affecting motivation.
What a Positive Result Can Indicate: Positive motivation responses indicate that employees find their work meaningful and enjoyable, which is crucial for sustaining long-term engagement and productivity. It reflects a work culture that aligns with employees’ personal values and aspirations, providing them with a sense of purpose and satisfaction in their daily tasks.
The 90-Day Check-In: Reflect and Refine
By 90 days, new hires are settled in and ready for a deeper evaluation of their onboarding experience. This survey focuses on overall satisfaction and long-term outlook.
Overall Experience
28. “I am satisfied with my overall onboarding experience.”
What the Question Reveals: Measures overall satisfaction with the onboarding process.
Springworks Insight: 86% were satisfied, while 14% were moderately satisfied.
What to do in case of negative results: Review and refine onboarding processes to address areas of dissatisfaction. Incorporate feedback to enhance the experience and ensure it meets the needs of future hires.
What a Positive Result Can Indicate: High satisfaction levels indicate that the onboarding process is effectively integrating new hires into the company, setting them up for success. It suggests that the company is providing clear guidance, support, and resources, making the transition smooth and enjoyable. This can lead to higher retention rates and a quicker ramp-up to full productivity.
29. “I feel I made the right decision to join this company.”
What the Question Reveals: Assesses overall job satisfaction and fit with the company.
Springworks Insight: 100% of new joiners agreed they made the right decision to join Springworks.
What to do in case of negative results: Reinforce positive aspects of the company culture and work environment. Continue providing support and opportunities that affirm employees’ decisions to join the organization.
What a Positive Result Can Indicate: When new hires feel confident in their decision to join, it indicates a strong alignment between their expectations and the company’s culture, values, and work environment. This suggests that the company is successfully delivering on its employer brand promises, leading to high job satisfaction and long-term commitment.
30. “How has your journey been so far, and how can we improve your overall work experience?”
What the Question Reveals: Provides a comprehensive view of the new hire’s experience and suggestions for improvement.
Springworks Insight: Feedback indicated that the journey has been positive overall. Suggestions for improvement included more detailed onboarding, including thorough team introductions, regular one-on-one meetings with managers, and enhanced process documentation. Some mentioned concerns about working past 7 pm, though Springworks offers flexible hours.
What to do in case of negative results: Implement suggestions by enhancing onboarding procedures with detailed introductions and consistent manager check-ins. Ensure clarity around work-hour flexibility and reinforce policies that support work-life balance.
What a Positive Result Can Indicate: Positive feedback here suggests that new hires have had a smooth and fulfilling journey, with minimal issues and a positive perception of the company. This reflects a supportive and adaptive work environment that is responsive to employee needs. Continued efforts to gather and act on feedback can further refine the onboarding process and overall employee experience.
Future Outlook
31. “I am optimistic about my future with the company.”
What the Question Reveals: Measures long-term outlook and confidence in career progression.
Springworks Insight: 86% were optimistic about their future, while 14% were moderately confident.
What to do in case of negative results: Foster optimism by providing clear career growth opportunities, regular feedback on progress, and support for professional development. Communicate long-term company goals and how employees contribute to achieving them.
What a Positive Result Can Indicate: High optimism levels indicate that employees see clear opportunities for growth and career progression within the company. This suggests that the company is successfully communicating its vision and providing pathways for professional development, leading to a motivated and forward-looking workforce.
32. “Career progression opportunities for me are clear and attainable.”
What the Question Reveals: Assesses the clarity and attainability of career advancement opportunities.
Springworks Insight: 72% felt opportunities were clear and attainable, while 28% were unsure or neutral.
What to do in case of negative results: Clearly communicate career progression paths and provide resources to support career growth. Offer mentorship and training programs to help employees achieve their career objectives.
What a Positive Result Can Indicate: When employees feel that career progression is clear and attainable, it reflects effective communication and transparency regarding career paths within the company. This indicates that the company is investing in its employees’ growth, offering training, mentorship, and clear criteria for advancement, which can enhance retention and job satisfaction.
33. “What are your short-term goals within the company, and how can the company support you in achieving these goals?”
What the Question Reveals: Identifies employees’ short-term goals and the support they need to achieve them.
Springworks Insight: Employees seek professional growth, diverse experiences, and career progression. They value incentive plans and aim to maximize them. There’s a focus on learning, reducing errors, exploring automation, and pursuing specific roles like Account Executive.
What to do in case of negative results: Support these goals by offering diverse work experiences, effective training, and access to technology that enhances efficiency. Clearly outline pathways for advancement and provide regular feedback and encouragement.
What a Positive Result Can Indicate: Positive responses suggest that employees are setting clear and ambitious short-term goals, indicating strong engagement and a desire to contribute meaningfully to the company. It reflects a culture that encourages goal setting and provides the necessary support and resources to achieve these goals, fostering a productive and motivated workforce.
Conclusion: Transforming Employee Onboarding through Actionable Insights
Employee onboarding surveys are more than just forms—they’re windows into the new hire experience. By carefully analyzing feedback from different stages, HR teams can fine-tune the onboarding process, making it more effective and engaging. The insights gathered from Springworks’ surveys highlight the importance of early check-ins, role clarity, supportive team dynamics, and regular feedback.
The ultimate goal is to create an onboarding experience that not only welcomes new hires but also sets them up for long-term success, fosters satisfaction, and reduces turnover. By actively listening to employee feedback and implementing necessary improvements, companies can build a strong foundation for a motivated and productive workforce.
Remember, employee onboarding is an ongoing process that evolves with your organization. Keep listening, keep improving, and watch your onboarding process—and your new hires—thrive.
